Yvette Bethel
Free
Emotional Intelligence Expert
Yvette Bethel Quick Facts
- Main Areas
- Emotional Intelligence,Career Development,Career Coaching,Strategic Facilitation
- Best Sellers
- E.Q. Librium,Getting to E.Q. Librium,Games People Play at Work
- Career Focus
- Corporate Consulting,Career Coaching
Yvette Bethel has more than 20 years of professional experience at a Fortune 500 company and 10 years as an independent consultant at Organizational Soul. As an organizational effectiveness and development consultant, emotional intelligence practitioner, trainer, lecturer and author, Yvette understands the people side of organizations and how to effectively bring together people structures with the corporate vision of the business and the know-how of employees.
Yvette is a Fulbright Scholar who put her acquired skills to use in the banking industry prior to launching Organizational Soul. During her tenure as an employee, she served in senior capacities in corporate strategy, marketing, PR, training and human resources. Yvette's HR and people development experience commenced in the late 1980s and in her final role at a financial institution, Yvette’s responsibilities spanned eight countries.
Having gained exposure in the areas of Organizational Effectiveness, Human Resources and People Development, Yvette integrates this experience with her emotional intelligence knowledge and skills to build individual and team strengths. Yvette is an advanced Emotional Intelligence Practitioner with the Six Seconds Emotional Intelligence network. Six Seconds is a global, non-profit organization with the sole purpose of introducing emotional intelligence to the world. Using emotional intelligence coaching, EQ assessments, emotional intelligence training and other interventions, Yvette helps organizations to transform their cultures by building productive work relationships. In 2013 Yvette presented at the Nexus EQ conference held at Harvard University. She is passionate about organizational effectiveness and development and seeks to work with clients who are ready to resolve challenges that impact employee engagement.
Yvette is a blogger, freelance article writer and author of the books: “E.Q. Librium: Unleash the Power of Your Emotional Intelligence; A Proven Path to Career Success”; and the USA Best Book Award winning Activity Book, “Getting to E.Q. Librium”. Yvette is also the creator of the emotional intelligence, online, simulation, "The Games People Play at Work" and author of the audio book, "Your Workplace Survival Kit." She is currently authoring a new book called "Interconnectivity, Flow and Balance: A Model of Employee Engagement"
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Article
The Art of Transparency
Transparence is important to the creation of the emotional stability of a team because it is essential to trust building and trust building is central to employee engagement. Managers are not proficient with disseminating information for numerous reasons. One commonly encountered reason is to maintain their power structure. There are employees who demand information they need to perform but sometimes they confuse transparence and confidentiality, demanding information that is private and could cause harm to others.
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The Code of Trust
When office politics prevail in a work environment, trust levels are usually low. This is because office politicians are perceived as willing to do whatever it takes to get what they want, and this can include deception, threats, attack and a myriad of other undesirable activities. Office politicians are perceived as having no qualms about taking aggressive steps to achieve their personal goals, they are willing to sacrifice relationships in order to achieve this, using competitive tactics that divide instead of unite.
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Article
Empowered Leaders
When creating a culture characterized by engaged employees, one of the more influential resources for transformation are the leaders of your organization. When leaders are immobilized by a controlling culture, dishonesty, disorganization, those who withhold information, or even bullying, transforming into a culture that leads to engagement works best when there is a vision for the change and authentic commitment to the vision. Shifting from Immobilization to Empowerment
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It Seems Like a Team...
You hear the words team, teamwork or team building at the office, some of us more than others. But do authentic teams really exist? Or are you a part of a disconnected group of people who happen to work for the same employer, all with different agendas? Sometimes employees are lured into thinking a team exists because the word is used so often. Unfortunately, they end up feeling confused or betrayed because they experience an isolated feeling when collaboration is anticipated, or when relationships they thought were healthy turn out to be one sided or exploitative.
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Immobilized Leaders
A Manager recently exclaimed in a discussion, “Leadership theory is fallacious!” Based on her experience, it seems to be impossible to be a leader in her organization which she characterized as dishonest, abusive and highly controlling. From her perspective, her attempts at being an effective leader are futile because demonstrating leadership competencies is not valued or even possible.
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Article
The Trust Code
When office politics prevail in a work environment, trust levels are usually low. This is because office politicians are perceived as willing to do whatever it takes to get what they want, and this can include deception, threats, attack and a myriad of other undesirable activities. Office politicians are perceived as having no qualms about taking aggressive steps to achieve their personal goals, they are willing to sacrifice relationships in order to achieve this, using competitive tactics that divide instead of unite.
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Article
The Anatomy of Blame
I always marvel when I sit in meetings when assigned actions were not taken and the responsible Manger would say, “I gave that project to one of my supervisors and they were unable to finish.” The underlying message in this blaming statement is that the manager delegated the responsibility so he doesn’t have to be held accountable. What is Blame?
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Is it The Culture or Employees? That is the Question!
The Wells Fargo scandal is an interesting case study that presents the question, did the employees cause it, or was it the culture? On one hand, the CEO indicated the scandal happened because of employees. On the other hand, it appears that employees responsible for sales were under duress because of extreme demands.
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Self Transformation Tips for Leaders
I have witnessed a number of leaders who have meaningfully transformed themselves and their leadership. In each case, the first step was the most difficult. This is because when these leaders were ready for deep transformation, it meant it was time to come face-to-face with the reality of who they really are. They had the courage to face themselves even though it was a destabilizing proposition.
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Article
Who's Afraid of the Big Bad Wolf?
No animal two cultures are the same, even if they have similar qualities these characteristics manifest in different ways. I have encountered collaborative work environments where persons can be ready and willing to work together, I have also come across innovative teams that are focused on creating, planning and implementing. On the unproductive side of the spectrum I have encountered cultures that are exceedingly dysfunctional and this characteristic persists because there is no accountability to healthy behaviours.
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Mastering Tone
Emotions operate like a virus, traveling from person to person, creating a collage of feelings. When emotions are allowed to flow unabated, they can cause a virus that connects with the team that can be productive or unconstructive.
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Article
Is it Time for Something New?
At certain times in our careers we need to make decisions about up-leveling our lives and careers. Some persons are loyal to their organizations, waiting for their supervisors to recognize their contributions and potential. They wait and wait, and sometimes they are rewarded with a promotion if they wait long enough. This is because the longer they wait, the more likely it will be that they will be the best choice, sometimes the only choice.
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Favorite Quotes & Thoughts from Yvette Bethel
Your organization has a soul. Together, your employees reflect its soul through cultural norms, social systems, and structures like your policies and procedures. When the soul of your organization is healthy, it is a dynamic, vibrant, evolving and empowered entity. Employees are engaged, productive and inspired. As with your people, the soul of your organization longs to tap into and remain connected with its true brilliance.
Contacting Yvette Bethel
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How to get started
I work with open-minded and growth-oriented CEOs, Managing Directors and Boards of small and medium-sized organizations who are having challenges with top executives or their organizational structures.
I help businesses determine if executives are no longer right for their roles, and I redesign structures that are no longer relevant due to rapid growth. I also, provide other strategic HR & Training support in areas like executive recruitment, performance measurement, executive development, and succession planning.
I help decision-makers ensure their organizational structure works for their business vision and their executives have the skills, expertise and emotional intelligence to lead teams in achieving business results while building healthy, professional relationships.
My strengths with relationship building and communication help to facilitate desired outcomes through people. To connect with me, just drop a line to info@orgsoul.com
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